Businesses need to keep ahead of employment laws, expert urges

Mr Mulvey, former head of the Workplace Relations Commission (WRC), spoke at an employment law event hosted by Dublin-based law firm Philip Lee earlier today.

He was joined on the platform by Patrick Walshe, employment lawyer and partner at Philip Lee (pictured).

Mr Mulvey told the event: “The nature and shape of employment has changed considerably in the past number of years. Greater internationalisation, flexible work options and the recruitment and retention challenges of a recovering economy are all having an impact on how employers need to respond to the market place.

“For instance, the appeal of a so-called, ‘gold plated’ permanent job has dimmed for some employees at a time when we’re seeing the emergence of the ‘Gig Economy’.

“For others, working beyond the official retirement age - because of preference or necessity – will become the norm.

“And as the nature of employment evolves, so too does the law. With the pace of change we’re experiencing, employers need to keep ahead of the latest developments to ensure that work practices reflect and implement current legislation.

“With the possibility of penal fines, work disruption and reputational damage, non-compliance for any business operating in Ireland simply isn’t an option. I would add that there needs to be greater respect for the statutory dispute bodies in this country.”

Mr Walshe added: “The legal and regulatory framework around employment law has become more sophisticated and complex. That’s why it’s essential that employers understand their rights and responsibilities.

“Apart from reputation damage, there are cost implications. To point out two, the most available figures show that the average award for Employment Equality Claims in 2014 was €22,614.

“In addition, the average Unfair Dismissals award in 2014 was €15,862.46 with Unfair Dismissal, Minimum Notice and Redundancy being the top 3 causes of complaint.

“With the additional challenge of Brexit and its potential implications on the horizon, the need for Ireland Inc. to be fully compliant with Employment Law should be a major priority for every enterprise.”